Recruiting students to train the ACA is an effort that returns value time and time again. Yet, many organisations still fall prey to common myths that can hinder their recruitment process and limit the pool of talent they attract.
As we celebrate Learning at Work Week, we will be diving into the most common misconceptions about recruitment, offering expert advice to help you connect with the right candidates.
Students will rarely search individual organisations websites for roles. So, while it’s great to ensure your ads are posted on your site, you need to consider how best to expand this reach. Using a platform like ICAEW Training Vacancies maximises your visibility and allows you to post multiple roles, free of charge, to high-potential trainees. In fact, we see thousands of applications submitted on the platform each month from eager future chartered accountants. Find guidance on what we suggest should be included in your adverts.
Interviews are a key part of the recruitment process but should be looked at as part of a wider candidate experience. Methods such as office tours, community gatherings and networking events can help assess a candidate’s true potential while giving them the opportunity to get to know the organisation on a more personal level. This better ensures you and your candidates find the right fit.
While efficiency is important, today’s candidates respond better to a personal and engaging approach. Recent research shows that recorded video interviews have one of the highest drop-out rates, with candidates finding them impersonal and disengaging. In-person or live interviews create a stronger connection and gives candidates a better sense of your culture and support. Ensure you clearly outline your recruitment process, including timelines and expectations, right from the start.
The introduction of hybrid and flexible working has aided work-life balance, but a candidates ‘want’ for such a balance hasn’t stopped. Work-life balance is an important consideration, especially for students considering a long-term commitment like completing the ACA qualification. Ensure that you are transparent about the flexibility and support for personal wellbeing offered in your organisation.
Starting the recruitment process only when a position becomes available can limit your access to quality candidates. Building your brand awareness and developing a talent pipeline can ensure you’re prepared when you have a vacancy. In fact, more than half of first year university students begin researching employers well before they are ready to apply. Share stories from current or past ACA students on your website or social media - candidates are more likely apply if they can see themselves at your firm.
In a competitive talent market, clinging to outdated recruitment myths can quickly undermine your hiring success. By challenging these assumptions and staying open to evolving candidate priorities, you can create a more inspired and connected recruitment process.
If you're looking to attract and connect with potential trainees ready to grow within your business, register for your free-to-use ICAEW Training Vacancies account, exclusive to Authorised Training Employers.
Myth #1: Candidates are only interested in salary
While its essential to be fully transparent about salary and benefits, it doesn’t mean it’s the only thing candidates are interested in. Research has shown that today’s applicants increasingly value flexibility, workplace culture and development opportunities just as highly. If matching high salaries isn’t possible, focus on what makes your firm a great place to work. Use your advert and interviews to highlight mentoring opportunities, flexibility and the real-world impact of the role.
Myth #2: Candidates know to look on our site for vacancies
Students will rarely search individual organisations websites for roles. So, while it’s great to ensure your ads are posted on your site, you need to consider how best to expand this reach. Using a platform like ICAEW Training Vacancies maximises your visibility and allows you to post multiple roles, free of charge, to high-potential trainees. In fact, we see thousands of applications submitted on the platform each month from eager future chartered accountants. Find guidance on what we suggest should be included in your adverts.
Myth #3: Recruiting is all about the interview
Interviews are a key part of the recruitment process but should be looked at as part of a wider candidate experience. Methods such as office tours, community gatherings and networking events can help assess a candidate’s true potential while giving them the opportunity to get to know the organisation on a more personal level. This better ensures you and your candidates find the right fit.
Myth #4: The recruitment process should be fast and automated
While efficiency is important, today’s candidates respond better to a personal and engaging approach. Recent research shows that recorded video interviews have one of the highest drop-out rates, with candidates finding them impersonal and disengaging. In-person or live interviews create a stronger connection and gives candidates a better sense of your culture and support. Ensure you clearly outline your recruitment process, including timelines and expectations, right from the start.
Myth #5: Work-life balance is no longer a top priority for candidates
The introduction of hybrid and flexible working has aided work-life balance, but a candidates ‘want’ for such a balance hasn’t stopped. Work-life balance is an important consideration, especially for students considering a long-term commitment like completing the ACA qualification. Ensure that you are transparent about the flexibility and support for personal wellbeing offered in your organisation.
Myth #6: We only need to recruit when we have a vacancy
Starting the recruitment process only when a position becomes available can limit your access to quality candidates. Building your brand awareness and developing a talent pipeline can ensure you’re prepared when you have a vacancy. In fact, more than half of first year university students begin researching employers well before they are ready to apply. Share stories from current or past ACA students on your website or social media - candidates are more likely apply if they can see themselves at your firm.
Connect and grow, inspire and explore
In a competitive talent market, clinging to outdated recruitment myths can quickly undermine your hiring success. By challenging these assumptions and staying open to evolving candidate priorities, you can create a more inspired and connected recruitment process. If you're looking to attract and connect with potential trainees ready to grow within your business, register for your free-to-use ICAEW Training Vacancies account, exclusive to Authorised Training Employers.